1.
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Cassie Whitlock
Director of Human Resources
BambooHR
Libby Mullen
Learning & Development Manager
BizLibrary

2.
It’s not a nicety; it’s
almost a business
imperative.
– Bill Pelster, Deloitte Consulting LLP
“
”

3.
“Employee turnover costs US companies about $160 billion a year.”
Source: Gary Curneen, Professional Coach
and Blogger
1 in 5 high-performing employees say they're
likely to leave in the next six months.
1 in 4 of all employees say they're likely to
leave in the next six months.

4.
How do you identify and provide
the right opportunities to help
employees reach their potential?

5.
How to Identify Employee Potential

6.
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People who use their strengths every day
are six times more likely to be engaged.
Focus on EmployeeStrengths

7.
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Tap into
Performance Management

8.
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Managers’ Observations
● Current work
● Leadership competencies
● Job performance over time

9.
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Aself-assessment should include:
● Consistency, 1-5 or 1-10 scale
● Open-ended questions
● Adaptability and future -thinking
Self-Assessments & Feedback

10.
“50% of high performing employees expect at least a
monthly sit -down with managers, but only 53% say they
are getting the feedback they want from their superiors.”
– Wrike.com

11.
How to Develop Employees

12.
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Not always your top performers
● Autonomous
● Emotionally Intelligent
● Driven Internally and Externally
● Lives out the company’s culture
Who are HIPOs?

13.
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More Than Climbing the Ladder
Broad Shoulders Deep Expertise

14.
“The art of matching people to jobs that allow their deeply
embedded life interests to be expressed.”
– Harvard Business Review

15.
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● Observe
● Listen
● Ask
● Challenge
Customize with Job Sculpting

16.
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Establish
Leadership Training
from the Beginning

17.
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Coaching
● Communication
● Performance Management
● Business Acumen
● Emotional Intelligence

18.
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Mentoring
● Formal (the individual’s manager is not the mentor)
● Takes place outside the line manager relationship.
● Is focused on professional development that may be outside of the mentee’s area of work
● Interest of the mentor is personal in that the focus is on the mentee to provide support both
professionally and personally
● Relationship may be initiated by mentor and/or matched by organization.
● Relationship crosses job boundaries

19.
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Mentoring:
● Mainly volunteer, and can provide help in developing
outside the confines of the mentee’s work.
Coaching:
● The responsibility of direct managers. Feedback and
performance management are ways coaches can help
employees grow.
Mentoring vs. Coaching

20.
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● Current leaders at organization
● Coworkers in same department
● Coworkers in in different departments
Networking Opportunities

21.
“Nearly 95% of HR leaders consider employee burnout to be
the biggest threat to an engaged and productive workforce.”
– Kronos Incorporated and Future Workplace
Avoid Burnout

22.
“Deeply embedded life interests do not determine what people
are good at—they drive what kinds of activities make them
happy. At work, that happiness often translates into
commitment. It keeps people engaged, and it keeps them from
quitting.”
– Harvard Business Review
Align with Life Interests

23.
What strategies are you currently doing to
motivate and retain employees?
(Type in the chat)

24.
How to Motivate and Retain Employees

25.
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Seek Employee Feedback

26.
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Challenge Employees
● Goal setting
● Provide resources for constant learning and development
○ “Learning cannot just be an afterthought—it must be a core focus
of any strong organization,” says Kevin Griffin, an IT advisor at
Falco Enterprises and former CIO of GE Capital.
● Increase responsibilities

27.
BizLibrary’s values boards
Motivate & Reward

28.
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Autonomy
1. Create boundaries
2. Give your employees “freedom to fail”
3. Provide the right tools to reach their goals

29.
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Manager One-on-Ones
● Create psychological safety
● Offer personal observations—not conclusions
● Ask open-ended questions
● Leave time for personal connection

30.
● Identify employees’ strengths, including those that
are less visible
● Leadership training, coaching, mentoring, and
networking opportunities for developing high-
potential employees and avoiding burnout
● How to use feedback, recognition, rewards, and
autonomy to motivate and retain your people
Key Takeaways

31.
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Questions?
Receive a free job posting on our ATS and full HRIS for one week.
We will contact everyone within the next few days to set this up.
BambooHR
Schedule a demo of the BizLibrary solution.
We’ll contact you shortly to set up a demo
BizLibrary

32.
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Thank you!
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